Our text defines rapid prototyping as, "the development of a working model of an instructional product that is used early in a project to assist in the analysis, design, development, and evaluation of an instructional innovation." In more simple terms, think of rapid prototyping as using the product as you are designing it. This helps to work out all the kinks. It makes sense that this is heavily used in business and industry because it would save time and money, two very important commodities.
In education, we would see rapid prototyping as a practice run. An example of this could be students taking a practice test while preparing for the actual test to give them and their teachers feedback on what skills need to be improved as they are studying. When I was learning to use my ipad for testing my students, I had to learn how to administer each section as I did it, because I could not practice on a student's official testing section. I had to learn how to navigate back and forth to the menu and how to mark sensible errors. I also learned the best order for administering each section. This made my testing more efficient and was easier on the students. I also used a kind of rapid prototyping when I introduced ipads to my students, as previously mentioned. I had to learn the best games and activities for my students as they used them. I looked at these things myself and tested them, but I did not know until they used them on their own. I made changes to how and when we used them based on their practice with them.
Tripp and Bichelmeyer's Rapid Prototyping Model
(source:http://edutechwiki.unige.ch/en/Rapid_prototyping )
Instructional Design and the Military
When I look at the Full Spectrum Model one word comes to mind versatility. The information needs to be designed in a way that it can be conveyed through several different means. The three main military training environments are the classroom, on base and in deployment. When presenting this information in the classroom there could be more in depth discussion and focus because there is not so much of a time constraint. There should also be dependable access to computers and the Internet for further electronic research, practice questions, and video presentations. In the base environment, the training would be more hands-on, active and scenario based. Simulation programs would be more appropriate for this environment and it would be more like putting to use what you learned in the classroom. The technology used could also be portable for easy access and self study from anywhere on base. For deployment environments the information would be delivered in a more informal way, but even more vital than the other settings. The information they are learning could mean the difference between life and death. In this situation the deployment region really makes a difference as well. Not only can the electronic accessibility be an issue, but also the environmental conditions should be considered.
Step Up To Excellence (SUTE)
I would introduce Step-Up-To-Excellence by asking each table group that I create to brainstorm about "what makes a good leader?". Then each group would share and we would look at the leadership conditions necessary to begin SUTE (such as those listed on p.213 of the text). As a group we could brainstorm about an improvement that needs to be made in the district and decide which one we will use as our example. Then we will look at an empty outline of the Pre-Launch phase and fill it in to match our improvement goal. Next each group would be assigned a certain phase of SUTE and what would occur with our specific improvement. Then before we presented each group would have a chance to explore the other groups outlined findings and edit theirs if needed.
Guidance System for Transforming Education (GSTE)
As I learned about GSTE I found the tables in our text (p.212-213) very informative and useful. Os I would incorporate those into my presentation to explain GSTE and it's phases. I would first use Table 21.2 (Core values underlying the GSTE) and have the participants discuss examples of changes and how those core values tie in to their change example. Then we would pick one our discussed change examples and discuss how it would be implemented in each phase as we learned about. For example, after we looked at the steps of Phase I we would discuss number 1 by looking at how a facilitator would assess their own readiness and who would be on the facilitator's team to help accomplish this change. After planning these phases we would also look at Figure 21.1 (Continuous Events in the GSTE) and discuss of an example of these events as it relates to our change.
After discussing both the SUTE and GSTE we would compare how the two are similar and different and discuss the pros and cons of each one.
Faculty Development
On the TAMU-C website one of the most informative areas for training was the Faculty Center for Teaching with Technology under the office of Instructional Design . In the forms sections there is an option called "Faculty Training Registration". Here you find a variety of training modes and options. There are One-on-One sessions for one faculty member to learn about a specific technology area at a time that is convenient for them. There are also On Demand videos arranged by topic to be viewed at the faculty member's convenience. Another option is Small Group Sessions which are "small group workshop-type sessions" that are used to teach various topics. Technology Primers introduce the learner to the basic features and functions of a technology application. Technology into Practice sessions are small workshops focused on integrating technology into online courses.Online Webinars are sessions on technology related topics, that may possibly be used from multiple access points. 15 Minute Online Lunch-ables are offered during a specific time every day, from 11-1 and are mini-interactive sessions. Online Self-Paced courses are open to the faculty for enrollment at any time. In the registration area there are nine specific courses offered in March and three scheduled for April.Some examples of upcoming sessions include: Fundamental Principles for Course Design, Beyond Powerpoint: Dynamic Instructional Content Using Prezi, and VoiceThread-Talking in the Cloud.
Other areas of instructional development can be found under the Faculty/Staff Resources. They are categorized as Training and Development. One of the courses is Positive Performance Management, it is designed to help managers find ways to improve their employees' performance and there is also Employee Development to help their employees develop skills.Strengths Finder and Strength Based Leadership focus on pinpointing employees' strengths and using them to benefit the organization. Service Excellence is recommended for all staff to give a refresher on the importance of quality service. Active Shooter, Bloodborne Pathogens and Hazardous Communications are all focused on preparedness education for unsafe situations that could occur. Most of the courses last for an hour, but some are workshops that require a full day of participation. Some current class titles being offered include: Concur Training: The New Online Travel System, Sexual Harassment, Making Your Website More Usable, and Lynx Icon Training. There is also a link to request a Custom Course.
Step Up To Excellence (SUTE)
I would introduce Step-Up-To-Excellence by asking each table group that I create to brainstorm about "what makes a good leader?". Then each group would share and we would look at the leadership conditions necessary to begin SUTE (such as those listed on p.213 of the text). As a group we could brainstorm about an improvement that needs to be made in the district and decide which one we will use as our example. Then we will look at an empty outline of the Pre-Launch phase and fill it in to match our improvement goal. Next each group would be assigned a certain phase of SUTE and what would occur with our specific improvement. Then before we presented each group would have a chance to explore the other groups outlined findings and edit theirs if needed.
Guidance System for Transforming Education (GSTE)
As I learned about GSTE I found the tables in our text (p.212-213) very informative and useful. Os I would incorporate those into my presentation to explain GSTE and it's phases. I would first use Table 21.2 (Core values underlying the GSTE) and have the participants discuss examples of changes and how those core values tie in to their change example. Then we would pick one our discussed change examples and discuss how it would be implemented in each phase as we learned about. For example, after we looked at the steps of Phase I we would discuss number 1 by looking at how a facilitator would assess their own readiness and who would be on the facilitator's team to help accomplish this change. After planning these phases we would also look at Figure 21.1 (Continuous Events in the GSTE) and discuss of an example of these events as it relates to our change.
After discussing both the SUTE and GSTE we would compare how the two are similar and different and discuss the pros and cons of each one.
Faculty Development
On the TAMU-C website one of the most informative areas for training was the Faculty Center for Teaching with Technology under the office of Instructional Design . In the forms sections there is an option called "Faculty Training Registration". Here you find a variety of training modes and options. There are One-on-One sessions for one faculty member to learn about a specific technology area at a time that is convenient for them. There are also On Demand videos arranged by topic to be viewed at the faculty member's convenience. Another option is Small Group Sessions which are "small group workshop-type sessions" that are used to teach various topics. Technology Primers introduce the learner to the basic features and functions of a technology application. Technology into Practice sessions are small workshops focused on integrating technology into online courses.Online Webinars are sessions on technology related topics, that may possibly be used from multiple access points. 15 Minute Online Lunch-ables are offered during a specific time every day, from 11-1 and are mini-interactive sessions. Online Self-Paced courses are open to the faculty for enrollment at any time. In the registration area there are nine specific courses offered in March and three scheduled for April.Some examples of upcoming sessions include: Fundamental Principles for Course Design, Beyond Powerpoint: Dynamic Instructional Content Using Prezi, and VoiceThread-Talking in the Cloud.
Other areas of instructional development can be found under the Faculty/Staff Resources. They are categorized as Training and Development. One of the courses is Positive Performance Management, it is designed to help managers find ways to improve their employees' performance and there is also Employee Development to help their employees develop skills.Strengths Finder and Strength Based Leadership focus on pinpointing employees' strengths and using them to benefit the organization. Service Excellence is recommended for all staff to give a refresher on the importance of quality service. Active Shooter, Bloodborne Pathogens and Hazardous Communications are all focused on preparedness education for unsafe situations that could occur. Most of the courses last for an hour, but some are workshops that require a full day of participation. Some current class titles being offered include: Concur Training: The New Online Travel System, Sexual Harassment, Making Your Website More Usable, and Lynx Icon Training. There is also a link to request a Custom Course.